Coe of Ethics - 1625 Words

Code of Ethic Paper There are many healthcare organizations that follow their own mission with ethical values and company goals. The American Association for the Advancement of Science follows the mission statement of â€Å"advance science engineering, and innovations throughout the world for the benefit of all people.† (American Association for the Advancement of Science, 2015) By following company goals, this statement can be reinforced. What are the organization’s goals and how are they tied to its ethical principles? There are 9 main goals the AAAS strive to achieve, they are the following: Enhance communication among scientists, engineers, and the public; Promote and defend the integrity of science and its use; Strengthen support†¦show more content†¦Even those whom do take it seriously still believe that because of who they are, they do not need to have any formal instruction in ethics. It’s no brainer that those who go through the schooling to become scientist that hasn’t learned how to be ethical tend to behave unethically in this career choice. This community needs both fields to dialogue on the same accord in order to have an understanding on the culture context within the science operations in order for the societal issues to open up by the scientific discovery and technology. Once they are hand and hand both parties view their decision making on the climate change. Both views are looking at the bigger picture on what will truly develop everyone to have the same mind set towards the science aspect on our well-being. â€Å"Professional Ethics Report (PER) is published by the AAAS Scientific Responsibility, Human Rights and Law Program, in conjunction with the AAAS Committee on Scientific Freedom and Responsibility.The quarterly newsletter, which has been in publication since 1988, reports on news and events, programs and activities, and resources related to professional ethics issues, with a particular focus on those professions whose members are engaged in scientific research and its applications.†(Professional Ethics Report) Is it important that the organization’s ethical values support your ethical values? When supporting an organization and its cause it will more than likely be supported by your ownShow MoreRelatedEthics And Vision Of A Coe1583 Words   |  7 PagesBusiness shouldn’t take the implementation of a CoE lightly, as mistakes during the setting up can lead to inefficient practices. In order to gain the benefits of a CoE, organisations must take the time and follow these three steps. Step 1: Define strategy and vision The crucial part of creating success deals with defining the strategy and vision of the CoE. Without a clear strategy and a vision, it’s unlikely the CoE will boost other aspects of the business. In order to guarantee success, youRead MoreConceptual Framework Ethical Dispositions Essay1262 Words   |  6 PagesComparison of overlapping statements regarding teacher ethics | Priority of specific ethical disposition/protocol and rationale | The professional educator makes a constructive effort to protect the student from conditions detrimental to learning, health, or safety. (AAE, 1994-2012).Challenging students to report inappropriate behavior, providing a positive and supportive environment that allows students to feel safe in reporting it. (COE-GCU Conceptual Framework, 2011). | Priority Ranking: 2StudiesRead MoreCoe Framework And Ethical Dispositions Comparison Matrix Essay871 Words   |  4 PagesCOE Framework and Ethical Dispositions Comparison Matrix Instructions:In the left-hand column, list seven instances of overlap between the Association of American Educators’ four principles of ethical teachers and the Teacher Candidate Proficiencies in Conceptual Framework. Be sure to cite each appropriately. In the right-hand column, state the priority from 1-7 (â€Å"1† being the most important) youwould assign this concept as an educator.State and defend your rationale. Use research to support yourRead MoreTeacher Ethics Essay1379 Words   |  6 PagesComparison of overlapping statements regarding teacher ethics | Priority of Specific ethical disposition/protocol and rationale. | The professional educator makes a constructive effort to protect the students from conditions detrimental to learning, health, and safety. (AAE 2013)The professional educator should promote positive changes in the school/community that benefit the welfare of others.( COE- GCU 2013) | Priority: 1 I chose this Professional Deposition as number one because children areRead MoreEthical Issues in Healthcare1205 Words   |  5 PagesEthics Issues in Healthcare Technological and scientific advancement have become areas of great exponential change in the last century. The reverberations of this change is seen throughout nearly all aspects of human life from social evolution to the dynamics of education. Perhaps the most relevant alterations to humanity overall has been seen in areas concerning health, and our biological lives as humans in modernized cultures. The advancements in technology and science have directly translatedRead MoreEthical Ethics And Ethical Issues1180 Words   |  5 Pagesnegative aspects. In order to be prepared for the ethical issues that will arise and to create an organizational competitive advantage, an intentional focus and effective communication of the code of ethics must be incorporated as a part of strategic planning. Sherwin (1983) indicates the that the term ethics, â€Å"refers to a set of moral norms, principles or values that guide people’s behavior† (cited in Brunk, 2012, p. 552). The importance of ethical awareness in organizations can be the difference inRead MoreEthical Case Study : Caught2576 Words   |  11 Pagesthe counselor’s career, he or she will be faced with a dilemma. So, the question is not if, but when the counselor is faced with an ethical dilemma, how will he or she address it? It is very important that resources such as colleagues, codes of ethics, rules and regulations and state laws are readily available to the cou nselor to be used when faced with an ethical dilemma. Most, if not all helping profession professional organizations encourage the use of some form of decision making model. TheRead MoreWomen s Leadership Of The Gcc Nations1305 Words   |  6 Pagesmajority of the above are hereinafter alluded to as COE Addresse Every COE Addressee is considered responsible for the full consistence with this Code regarding any issues inside his control. Sanctions for a rupture of this Code should be dictated by: (i) the Board of Directors of Royal Dutch Shell where it concerns the Executive Directors of Royal Dutch Shell or the Chief Financial Officer; and (ii) the Audit Committee where it concerns some other COE Addressee. Assents may incorporate genuine disciplinaryRead MoreGems Case1299 Words   |  6 Pagesproviding equipment and services such has training and consulting advisory tailored to country specific needs. GEMS had overtaken its competitors through Arbitrage; The GPC led to building of Centers of Excellence (COE). From these COEs 60-96% of the  products were shipped to other locations. COE were strategically located at developing economies which shipped its developed products to different countries (First world countries) which saved costs and time, thus maintaining its market leadership and addressingRead MoreWhat Does Hellen Nissenbaum Mean By The Problem Of Many Hands1753 Words   |  8 Pages1. What does Hellen Nissenbaum mean by the problem of many hands in a computing/IT context? Discuss this problem in the context of the Therac 25 case study. Analyze the above case using the philosophical ethics perspective. The phenomenon that, due to the complexity of the situation and the number of actors involved, it is impossible or at least very difficult to hold someone reasonably responsible is sometimes referred to as the problem of many hands. In a more recent article, Helen Nissenbaum

A Short Story Do You Understand - 752 Words

Do you understand? â€Å"They’re here!† shouted a voice from the hallway. President Martin looked up from his paper on tumbling economies on wall street. He wearily looked into the hall, when suddenly secret service members came bursting through the door and grabbed him from behind his desk. â€Å"Let’s go Mr. President, ready the shuttle, eagle is going underground.† President Martin was shunted forward out of the office down the hall and into the panic elevator. The red door closed and the elevator started downward. No one said a word, but thoughts flew through the president’s head. Who was here? What did they want? Does this mean war? Is it the Zulus again? The last thought was a little farfetched, but he could not rule out anything (President†¦show more content†¦He looked just in time to see a missile hit one of the cylindrical mechanisms. The red explosion turned into black smoke and the ship fell and smashed into the white house. The news reporter with the green tie put his finger to his ear. While the white house burned behind him, he said, â€Å"It seems the spaceship has crashed into the white house. And the president is dead.† He then continued to beat other passerby’s. The president sat back in his seat, he breathed a sigh of relief, happy that the invasion never actually occurred. He would have to tell the nation that he was still alive, much to their dismay. The main screen flashed on again. The presidents heart sank as another aliens face stared down at him. This alien looked more official, with eyes that were more sure, an almost suit looking piece of cloth on its body, and a flat hat sitting on its head. A pale middle finger rose from its hand. â€Å"I think he’s giving you the bird sir† said one of the guards who had the bad tendency to always speak his mind. â€Å"No son,† mocked President Martin â€Å"I think it’s for you.† The main screen shut off. The monitor for the outside of the white house showed another larger Fordish looking spaceship flew over the exploded second spacecraft. A tractor beam nabbed all evidence of the wreckage and took it into the hull of the ship. Afterwards a small stream of liquid was sprayed off the side of the ship and the spacecraft flew off into the sky. The president satShow MoreRelatedShort Story : My Genre 1356 Words   |  6 PagesShort Story My genre is a short story. The length is around 10 to 25 pages usually. With around 1500 to 2500 words. Short stories started around the 15th century, In the medieval period. Short stories were used as entertainment and also used to annotate history and beliefs. Short stories are basically a story focused on one point. Everything is based of on one single structure or event, and everything goes on around it. 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These are great literary examples to consider because of the contrasting viewpoints.   Ã‚  Ã‚   The Cow brings a useful, and different perspective on murder by using soundRead MoreAccording to Arp and Johnson, â€Å"Literary fiction plunges us, through the author’s imaginative vision1200 Words   |  5 Pagesartistic ability, more deeply into the real world, enabling us to understand life’s difficulties and to empathize with others.† In the story The Metamorphosis by Kafka he uses his genius imaginative vision and artistic ability, making us understand and feel empathy toward his main character, Gregor. Kafka uses a tremendous amount of symbolism and metaphors to get us to feel the mood in the story and in general life’s difficulties. 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Reward and Recognition Theory

Question: Discuss about theReward and Recognition Theory. Answer: Introduction Every individual working in an organization has a motivational factor to perform the tasks and responsibility assigned to them. The motivation are classifies as an intrinsic and extrinsic motivation. Intrinsic motivation comes from within the individual to do the job effectively due to factors such as high job satisfaction or feeling of contentment at workplace. Extrinsic motivation can be derived from various factors such as base pay, rewards and monetary compensation etc. It is the duty of the HR to identify the motivational factor in every individual in order to optimize their performance to achieve organizational goals in the long run. The role of human resource has been identified as the most important in present day scenario. In todays world of competition where companies are taking various strategic decisions of growth and expansion in order to secure their position, what differentiates them is their competent workforce. Human capital is the most important factor which contributes in achieving the organizations desirable goals and objective. It is the responsibility of an HR to select, recruit and provide training to each individual so that they can contribute successfully in the growth of the organization (Aslam, et.al., 2013). The role of HR has not been limited to being a mediator between senior management and employees rather they are recognized as a strategic contributor because they dont just manage people but also ensure their strategic contribution towards the long term sustainable growth of the organization. In order to align individuals effort with the organizations vision and mission it is very import ant that every person believes in the managements decisions and stay motivated to achieve them (Tan Nasrudin, 2011). Here the role of HR comes into the picture. In order to optimize full potential of every individual they design certain policies and procedures in order to motivate them to perform their best. Motivation is the key force which drives every individuals performance. An employee cannot contribute efficiently if they dont have a motivational force. It is the responsibility of HR to identify the motivating factors in every individual and use them to achieve goals and objective. There are certain HR practices which are identified as the performance motivators in every organization. These are Reward and Recognition schemes (Cania, 2014). These schemes are known as an extrinsic motivation because it motivates employees to achieve targets in lieu of rewards. Internal motivation comes when an individual is satisfied with their work and they are willing to achieve more (Armstrong, Brown Reily, 2009). Rewards and recognition schemes works as convincing factors to help employees to attain their full potentials and over perform their targets. It not only helps to attain organization goal but also help individual to meet their career expectations and gives them a learning experience. It also helps to encourage healthy competitive behavior among employees. The main advantage of being competitive is that it pushes individual to cross their limits and be productive for the organization. Increase in productivity and efficiency of human capital will help every organization to achieve their goals and targets and outperform their competitors easily (Becker Huselid, 2006). The purpose of initiating reward and recognition programs in any organization is to give recognition and reward to the employees that help to support and contribute in achieving the desired goals and objective of the organization. Rewards are identifies as the form of compensation received by an individual working in the organization in both monetary and non-monetary terms for the contribution made by them in the organization. Rewards are often stereotyped as just compensation in monetary terms but there is more to it. Monetary rewards include a hike in salary, contingent pay which means paying extra for the target achieved and other employees benefits such as gift cards or paid vacation. A non-monetary reward includes performance appraisals, promotions, work recognition, growth, learning experiences etc. Recognition refers to the acknowledging and appreciating individuals contribution. Gone were the days when employees used to crave for money but now they want recognition and acknow ledgment for the work performed by them. Many people dont value rewards but all they want is that their work is appreciated. People who are internally motivated crave for recognition of their efforts. People who are not motivated, various monetary reward schemes are designed to motivate them to work efficiently and achieve targets. Distributing rewards is not a matter of concern but doing it in the fair and just manner to every deserving individual is important. Reward and recognition programs come with their own set of advantages and disadvantages. Retaining a talent in any organization is a matter of key concern in the todays world. Companies often cannot find individuals who are goal oriented and sincere in their work, but if they find someone capable they should try to retain them for the growth of the organization. Rewards and recognition schemes helps an organization to retain employees by rewarding their work and recognizing their effort time to time and motivate them to improve their productivity which results into reducing the turnover rate. Apart from retaining the employees it is very important that the organization recruit the deserving candidate. Rewarding the right people creates a positive image of the company in the outside world because people who are working there share their experiences and t hey represent company in front of the outside world (Vokic, 2016). This is an advantages for the organization as the people who want to join the organization in future see the employees working over there are well rewarded and appreciated they are motivated to work with them, thus ensuring the opportunity to attract and recruit the best of the talent (Dynamic business, 2015). Rewards and recognition programs improve the work culture of the organization because people are appreciated and motivated, thus creating a positive environment to work hard. It also encourages employees to work extra to achieve organization goals because they know that their efforts will be recognized and they will be a strategic contributor in achieving the goal of the organization. Absenteeism rate will also be low because people will be driven to work productively in order to achieve praises and rewards. But Rewards dont ensure quality, people may achieve targets or complete their work but it will all be for reward and may lack quality work. It may also spoil employees as they will be only willing to work hard when they will be provided with some rewards (Jiang, Qi Xiao, 2009). But overall it is recommended for every organization to initiate a reward and recognition program to motivate each and every individual to work efficiently. The thing that is to be kept in mind is that th e program should not affect the financial position of the company i.e. it should be economical and cost effective. There are certain companies who have outperformed their competitors just because of their reward programs. McDonalds is one of them. They are one of the Australias largest employers. The secret of their success is their strong recognition and reward program. In order to achieve growth and success the organization should treat each and every people who are involved in the daily operation of the business should be treated as the strategic contributor in achieving the goals (Patel Mujtaba, 2007). Efforts of every individual working should be recognized as rewarded in a fair manner. Thats what McDonalds does. They have clearly emerged as the people oriented organization because they feel investing in people will help them to be sustainable in the competition in the long run. They increase the self-esteem of the individuals by initiating recognition programs such as crew recognition program at the store level, organizing annual events to acknowledge the efforts of employees at the corpor ate level. They also provide monetary rewards in the form of gift coupons and appreciating every individual in the group and publishing their names in their monthly magazines WRAPT. The benefits of engaging in these programs are McDonaldss is operating in the service industry, where customer satisfaction can be ensured by providing good customer service (Alam et.al., 2013). The service providers are the employees of the organization who can only work well when they are motivated to do their work. Hence by providing everyone with fair rewards an organization can motivate individuals to work more with dedication and enthusiasm so that customer delight can be achieved. Reward program also boost the productivity of the employee working over there (Danish Usman, 2010). Recognition program in McDonalds have made every employee feel satisfied and content about their job which directly result in low turnover and high retention rate (Dobre, 2013). Recognition scheme main advantage is that t hey open the doors of promotion and progressing ahead in the career. It was mentioned in the case study that around three managing directors of the McDonalds started as employees, which means individuals efforts are recognized and they are promoted ahead. This is an example which motivates other employees in outperforming beyond their limits in order to grow and become future leaders of an organization. There are certain theories which were provided by various experts that relate directly to the McDonalds recognition scheme. Abraham Maslows Hierarchy of Needs states that there are five needs that motivate people and individual will move on to the next stage when the other needs are fulfilled. These stages are physiological, safety, psychological, self-esteem and self-actualization. The need for money is classified in the physiological needs and the need for recognition is above the physiological needs (Kaur, 2013). It directly points out that after earning for survival an employee crave for recognition in the organization (Jerome, 2013). Another theory which can be related to McDonalds recognition theory is Frederick Herzbergs Motivation-Hygiene Theory. He clearly identified job motivators and hygiene factors that satisfied employees and amongst them Achievement and Recognition were on the top to attain job satisfaction. Expectancy theory can also be related to McDonalds reward and recognition scheme (Baah Amoako, 2011). The theory was given by Victor Vroom. This theory states that the performance of individual working in the organization is directly proportionate to the desire to achieve the rewards. Their job performance is motivated is affected by the desire to earn the reward. Here the driving force is the reward (Parijat Bagga, 2014). It can be clearly seen that Maslow, Frederick and Vroom focused on the need for recognition and achievement. Employee recognition program of McDonalds have ensured customer satisfaction and rather than treating their reward and recognition program as an expense, they called it is an investment which will be fruitful in the long run of the organization. Reward and recognition program are undoubtedly beneficial but they may levy a financial burden on the organization. Generally reward and recognition programs involve cash coupons, shopping vouchers, organizing events etc. which may be not cost effective for a mid or small size organization. HR practice of rewarding and recognizing employees efforts in McDonalds is very effective but also requires large investments. Non-profit organization like spastic center that does not operate on profit cannot spend on such Reward and recognition programs. The provide a nominal salary to its employees and then rest of the amount is paid in terms of other allowances such as food and entertainment which is also restricted to $16500 per year. What works best is the Non-monetary form of recognition (Chinkungwa Chamisa, 2013). Recognition programs are very important in these organizations because that is the only element which can ensure low turnover rate and high employees productivity (Burma, 2014). The various forms of recognition programs which can be implemented in Non-profit organization like spastic centers are: Praise, which involves praising the effort of individual by managers or senior authority in form of simple Thank you in front of the organization or a group of members. Another form of recognition and reward program can involve providing small gift vouchers as a token of appreciation which can involve travel voucher, recreational activity voucher, meal voucher, parking voucher or movie and shopping voucher. The benefits of giving these vouchers are they are not expensive. Nomination based schemes are also a form of recognizing an individuals effort which involves giving trophies, memento or certificates. The nomination for the deserving candidates is done by either the working staff through a poll, by top level authority or by the clients and customer based on the individuals performance. The benefits of Non-monetary reward and recognition program apart from being cost effective are that they help the employee to work for recognizing their efforts in terms of performance appraisals and appreciation rather than in monetary terms. This also ensures employee retention along with workplace satisfaction to the employee. This scheme works because it was already discussed above that the need for recognition is above the monetary rewards. When individuals are giving their time and resources to the organization they expect certain acknowledgment and appreciation from their employer. Reward and recognition program ensure that every individuals works gets appreciated so that they are motivated to work hard in the direction of achieving the companys vision and mission (Tessema, Ready Embaye, 2013). Conclusion The report states the importance of motivation of employees in the workplace. It discusses various rewards and recognition schemes along with its benefits to both the organization and employee. This impact of recognition schemes followed by McDonalds for their employees has been discussed along with its advantages. Various motivation theories have been states and all of them have discusses the importance of reward and recognition programs on the employees performance. The report concludes that rewards in monetary terms is not always important, recognition has been identified as the most important factor of motivation among the employees rather than monetary rewards. References Alam, S., Saeed, A.A.S., Sahabuddin, M., Akter, S. (2013). Relationship between employee recognition and employee contribution in service industry. International Journal of Business and Marketing Management. Retrieved from https://www.resjournals.org/IJBMM/PDF/2013/April/Alam_et_al.pdf on 3 February 2017. Armstrong, M., Brown, D., Reily, P. (2009). Increasing the effectiveness of reward management. Retrieved from https://www.employment-studies.co.uk/system/files/resources/files/hrp6.pdf on 3 February 2017.4 Aslam, D.H., Aslam, M., Ali, N., Habib, B., Jabeen, M. (2013). Human Resource planning practice in managing Human resource: A literature review. International Journal of Human Resource Studies. Retrieved from www.macrothink.org/journal/index.php/ijhrs/article/download/.../6131 on 3 February 2017. Baah, D.K., Amoako, K.G. (2011). Application of Frederick Herzbergs Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian perspective. European Journal of Business and Management. Retrieved from www.iiste.org/Journals/index.php/EJBM/article/download/642/535 on 3 February 2017. Becker, E.B. Huselid, A.M., (2006). Strategic Human Resources Management: Where Do We Go From Here? Retrieved from https://pdfs.semanticscholar.org/48f6/cd5a88e39aead3f60b7dccedbb46bf2ebf7e.pdf on 3 February 2017. Burma, A.Z. (2014). Human Resource management and its importance for todays organizations. International Journal of Education and Social Science. Retrieved from https://www.ijessnet.com/wp-content/uploads/2014/09/9.pdf on 3 February 2017. Cania, L. (2014). The impact of strategic human resource management on organizational performance. Economia. Seria Management. Retrieved from https://www.management.ase.ro/reveconomia/2014-2/14.pdf on 3 February 2017. Chikungwa, T., Chamisa, F.S. (2013). An evaluation of recognition on performance as a motivator: A case of eastern cape higher education institution. Mediterranean Journal of Social Sciences. Retrieved from https://www.mcser.org/journal/index.php/mjss/article/viewFile/1595/1604 on 3 February 2017. Danish, Q.R, Usman, A. (2010). Impact of reward and recognition on job satisfaction and motivation: An empirical study from Pakistan. International Journal of Business and Management. Retrieved from www.ccsenet.org/journal/index.php/ijbm/article/download/4061/4221 on 3 February 2017. Dobre, I.O. (2013). Employee motivation and organizational performance. Review of Applied Socio- Economic Research. Retrieved from ftp://ftp.repec.org/opt/ReDIF/RePEc/rse/wpaper/R5_5_DobreOvidiuIliuta_p53_60.pdf on 3 February 2017. Dynamic Business, (2015). Salary packaging as a business tool: Debunking the myths. Retrieved from https://www.dynamicbusiness.com.au/hr-and-staff/salary-packaging-as-a-business-tool-debunking-the-myths.html on 3 February 2017. Jerome, N. (2013). Application of the Maslows hierarchy of need theory; impacts and implications on organizational culture, human resource and employees performance. International Journal of Business and Management Invention. Retrieved from https://pdfs.semanticscholar.org/b0bc/c8ca45193eaf700350a8ac2ddfc09a093be8.pdf on 3 February 2013. Jiang, Z., Xiao, Q., Qi, H., Xiao, L. (2009). Total reward strategy: A human resources management strategy going with the trend of the times. International Journal of Business and Management. Retrieved from https://www.ccsenet.org/journal/index.php/ijbm/article/viewFile/4235/3672 on 3 February 2017. Kaur, A. (2013). Maslows need hierarchy theory: applications and criticisms. Global Journal of Management and Business Studies. Retrieved from https://www.ripublication.com/gjmbs_spl/gjmbsv3n10_03.pdf on 3 February 2017. Parijat, P., Bagga, S. (2014). Victor Vrooms Expectancy theory of motivation An evaluation. International Research Journal of Business and Management. Retrieved from https://irjbm.org/irjbm2013/Sep2014/Paper1.pdf on 3 February 2017. Patel, B., Mujtaba, G.B. (2007). McDonalds success strategy and global expansion through customer and brand loyalty. Journal of Business Case Studies. Retrived from https://www.cluteinstitute.com/ojs/index.php/JBCS/article/.../4949 on 3 February 2017. Tan, L.C., Nasrudin, M.A. (2011). Human Resource management practices and organizational innovation: assessing the mediating role of knowledge management effectiveness. Electronic Journal of Knowledge Management. Retrieved from www.ejkm.com/issue/download.html?idArticle=289 on 3 February 2017. Tesemma, T.M., Ready, J.K., Embaye, B.A. (2013). The effects of employee recognition, pay, and benefits on job satisfaction: Cross country evidence. Journal of Business and Economics. Retrieved from https://www.academicstar.us/UploadFile/Picture/2014-6/2014615104651386.pdf on 3 February 2017. Voki?, P.K., (2016). Looking at HRM through the lens of agency theory- are suboptimal HRM practices a consequence of moral hazard? Dynamic Relationships Management Journal, 5. Retrived from https://www.sam-d.si/Upload/Articles/DRMJ.2016.v05n02a01.pdf on 3 February 2017.

Symbols and Symbolism in F. Scott Fitzgeralds T Essay Example For Students

Symbols and Symbolism in F. Scott Fitzgeralds T Essay he Great Gatsby Great Gatsby EssaysSymbolism in The Great Gatsby Symbolism is able to produce immense emotions. Fitzgerald applies symbolism to three of the most significant characters in The Great Gatsby to illustrate incisive sentiments. Fitzgeralds description of Tom Buchanans colossal house signifies Tom and his values. The red and white colors of the Buchanans mansion represent Toms personality. Red customarily exemplifies impurity and boldness, while white signifies Toms superior attitude towards other individuals. His red disposition is presented by the audacity of his exposed affair with Myrtle and his white character is portrayed through his racist comments throughout the book. A Georgian Colonial mansion signifies Toms racist personality due to the past history of the Southern states prejudices against African-Americans. We will write a custom essay on Symbols and Symbolism in F. Scott Fitzgeralds T specifically for you for only $16.38 $13.9/page Order now Fitzgeralds diction of Colonial also expresses that Tom is old-money and was raised from a prep-school background, which alludes the reader that he is not a very open-minded character, but relies more heavily upon literary knowledge. The house is distinctly a portrayal of Tom and his bold, egotistical, racist, scholarly manner. Fitzgeralds usage of the green dock light symbolizes Gatsbys fantasies of Daisy. . ..he gave a sudden intimation that he was content to be alone- he stretched out his arms toward his arms toward the dark water.. .and a single green light, that might have been the end of a dock.(26). Gatsby extends his arm and his very soul towards the green light, Daisy, for guidance and peace. This connection with the dock light allows Gatsby to be gratified while alone(189). If it wasnt for the mist we could see your home across the bayYou always have a green light that burns all night at the end of your dock(98). Although, Gatsby seldom comprehends Daisy he ceaselessly believes in her, similar to his incessant knowledge of the light. Gatsby occasionally understands her, but the majority of the time there is an obstacle in his way, such as the mist. The green light symbolizes Gatsbys persistent hope for Daisys acceptance, even during encumbrances. Gatsbys character is illustrated by his car. Fitzgerald states it was a rich cream colorand traced with a labyrinth of windshields that mirrored a dozen suns. ..(68). This depicts Gatsby as the new-money due to the rich cream color and a dozen suns, which indicates a golden hue. The gold represents earned money, rather than inherited money passed down through generations. she (Daisy) was very nervous and she thought it would steady her to drive Well, first Daisy turned away from the woman. ..and then she lost her nerve and turned back.. . Im just going to wait here and see if he tries to bother her about that unpleasantness this afternoon(151). Similar to how Daisy is able to turn the car any direction she pleases, Gatsby also permits Daisy to direct him. He remains faithful to Daisy, even to the perilous moments that precede to his death. Gatsbys sumptuous car represents Gatsby due to its beauty and its loyalty to the last second. Fitzgeralds use of symbolism is captivating and effective. It entitles the reader to meditate on his statements. When an individual reflects upon Fitzgeralds diction they detect meaning in the red and white Georgian Colonel house, the green dock light and an elegant car. It presents more material for the reader to examine and gain more understanding about the characters. Impulsively, these objects begin to symbolize significant characters emotions, such as Toms personality, Gatsby and his enduring love for Daisy and Daisys avarice.